In the event that economic or operational factors require Duke to eliminate jobs, Duke is committed to attempting to retain staff who have established acceptable performance records and qualifications. Where possible, Duke will first try to redeploy staff into comparable positions in which they meet the minimum requirements. Next, training options will be considered to provide an affected staff member with skills sufficient for placement in a position of comparable pay. Finally, if redeployment is not possible, layoff provisions will be implemented.
Any staff member directly affected by a reduction-in-force will receive at least 60 days written notice of layoff from a supervisor, entity or department Human Resources representative, and/or a department head. This notice will contain information including instructions concerning staff member rights and responsibilities. Each staff member is expected to work until the effective termination date unless an exception has been approved by a staff member’s entity or department Human Resources representative or from a Staff and Labor Relations representative. Staff rehired by Duke within one year following the necessary layoff will retain all benefit eligibility accrued during the prior service period, and continuous service dates will remain the same as those prior to layoff.